Real WGU Managing-Human-Capital Questions Formats - Prepare Better For Exam

DOWNLOAD the newest Prep4cram Managing-Human-Capital PDF dumps from Cloud Storage for free: https://drive.google.com/open?id=1GN1jL1fN7Z4dNOGnd8ELel_l1nH5bMBD

Studying from an updated practice material is necessary to get success in the WGU Managing-Human-Capital certification test on the first try. If you don't adopt this strategy, you will not be able to clear the WGU Managing Human Capital C202 (Managing-Human-Capital) examination. Failure in the WGU Managing Human Capital C202 (Managing-Human-Capital) test will lead to loss of confidence, time, and money.

WGU Managing-Human-Capital Exam Syllabus Topics:

Topic	Details
Topic 1	Maximizing Employee Contribution: This section of the exam measures skills of Business Managers and covers strategies to maximize employee contribution to organizational excellence. Learners investigate methods for leveraging employee strengths and capabilities to achieve business objectives. The material focuses on how managers can create environments where employees are empowered to contribute their best work and how individual contributions integrate to create overall organizational excellence.
Topic 2	Managing Human Capital: Managing Human Capital focuses on strategies and tools that managers use to maximize employee contribution and create organizational excellence. You will learn talent management strategies to motivate and develop employees as well as best practices to manage performance for added value.
Topic 3	Talent Management Strategies: This section of the exam measures skills of Human Resource Managers and covers talent management strategies to motivate and develop employees. Learners explore methods for attracting, developing, and retaining talent within organizations. The content addresses how managers can implement effective talent management programs that align employee capabilities with organizational goals and foster employee engagement and productivity.
Topic 4	Performance Management Best Practices: This section of the exam measures skills of Human Resource Managers and covers best practices to manage performance for added value. Learners examine systems and processes for measuring, evaluating, and improving employee performance. The content addresses how managers can establish clear performance expectations, provide effective feedback, conduct performance reviews, and implement improvement plans that drive individual and organizational results.
Topic 5	Employee Motivation and Development: This section of the exam measures skills of Organizational Development Specialists and covers strategies to motivate and develop employees for optimal performance. Learners study approaches for understanding employee motivation factors and creating development opportunities. The material focuses on techniques managers use to enhance employee skills, encourage professional growth, and build a motivated workforce that contributes to organizational success.

>> Exam Managing-Human-Capital Introduction <<

Managing-Human-Capital Reliable Test Tips | New Managing-Human-Capital Study Materials

The experts in our company have been focusing on the Managing-Human-Capital examination for a long time and they never overlook any new knowledge. The content of our study materials has always been kept up to date. Don't worry if any new information comes out after your purchase of our Managing-Human-Capital study guide. We will inform you by E-mail when we have a new version. With our great efforts, our study materials have been narrowed down and targeted to the Managing-Human-Capital examination. So you don't need to worry about wasting your time on useless Managing-Human-Capital exam materials information.

WGU Managing Human Capital C202 Sample Questions (Q13-Q18):

NEW QUESTION # 13
How can job design benefit an organization?

A. By creating positions that motivate managers to segment work into very simple elements, removing opportunities for creativity and increasing efficiency
B. By creating positions that enable the organization to achieve its goals while motivating employees by assigning them work based on their needs and talents
C. By creating positions that can push an employee to the highest level of output for the benefit of the organization
D. By creating positions that require consistent performance from employees, which increases the organization's output

Answer: B

NEW QUESTION # 14
What is an example of the perception of personal loss leading to bias?

A. A manager not knowing if a hiring practice violates federal law
B. A manager believing hiring a diverse workforce will limit future employment opportunities
C. A manager believing all female employees like to gossip
D. A manager believing all employees should celebrate Christian holidays instead of other holidays

Answer: B

Explanation:
* Definition of Perception of Personal Loss: This refers to the feeling that one's own opportunities or status within the organization may be threatened by certain changes or policies.
* Bias Formation: When a manager believes that hiring a diverse workforce will limit future employment opportunities, this belief stems from a perception of personal loss. The manager might feel that their own prospects or advantages are at risk due to increased competition or changes in organizational priorities.
* Impact on Diversity and Inclusion: Such a bias can negatively impact the organization's diversity and inclusion efforts. It can lead to resistance against hiring diverse candidates and maintaining a homogenous workforce, which can limit the benefits that come from a diverse team.
* Addressing the Bias: It is important to educate and train managers to understand the value of diversity, which includes improved problem-solving, creativity, and performance. Overcoming this bias helps create a more inclusive environment that benefits everyone in the organization.
References:
* SHRM: Understanding and Managing Bias in the Workplace
* Diversity and Inclusion Best Practices by the Human Resources Professional Association (HRPA)
* Studies on the impact of diversity on organizational performance by McKinsey & Company

NEW QUESTION # 15
How can job design benefit an organization?

A. By creating positions that motivate managers to segment work into very simple elements, removing opportunities for creativity and increasing efficiency
B. By creating positions that enable the organization to achieve its goals while motivating employees by assigning them work based on their needs and talents
C. By creating positions that can push an employee to the highest level of output for the benefit of the organization
D. By creating positions that require consistent performance from employees, which increases the organization's output

Answer: B

Explanation:
Job design is the process of organizing tasks, duties, and responsibilities into a productive unit of work. By creating positions that align with employees' needs and talents, job design can significantly benefit an organization. This approach not only helps in achieving organizational goals by ensuring that work is done efficiently and effectively but also motivates employees by recognizing their individual strengths and preferences. Motivated employees tend to be more engaged, productive, and satisfied with their jobs, which in turn leads to higher retention rates and better overall organizational performance. Effective job design considers various factors such as job enrichment, job enlargement, job rotation, and the use of teams to create a fulfilling work environment.
References
* Hackman, J. R., & Oldham, G. R. (1976). "Motivation through the Design of Work: Test of a Theory." Organizational Behavior and Human Performance.
* Armstrong, M. (2021). "Armstrong's Handbook of Human Resource Management Practice." Kogan Page.

NEW QUESTION # 16
A hiring manager researched a job applicant s social media history and discovered a post from the applicant about a family member being diagnosed with Parkinson disease. The hiring manager decided not to hire the applicant based on this discovery.
Which law did the hiring manager violate?

A. Genetic Information Nondiscrimination Act of 2008
B. Americans with Disabilities Act of 1990
C. Fair Labor Standards Act of 1938
D. Family and Medical Leave Act of 1993

Answer: A

Explanation:
The Genetic Information Nondiscrimination Act (GINA) of 2008 also covers situations where genetic information is inadvertently obtained, such as through social media. It prohibits employers from using genetic information in making employment decisions, including hiring, firing, job assignments, and promotions. The hiring manager's decision not to hire the applicant based on a social media post about a family member's diagnosis with Parkinson's disease constitutes a violation of GINA.
References:
* Genetic Information Nondiscrimination Act of 2008, U.S. Equal Employment Opportunity Commission (EEOC) website

NEW QUESTION # 17
A manager and an employee go on a lunch break together. The manager tells the employee about another coworker that received discipline. The manager discloses to the employee that the coworker was reprimanded for poor performance.
Which part of this scenario involves an ethical dilemma?

A. The manager having an unofficial one-on-one conversation with the employee
B. The employee listening to what the manager shared
C. The employee going on a lunch break with the manager
D. The manager disclosing the discipline of the coworker to the employee

Answer: D

NEW QUESTION # 18
......

We have three versions of Managing-Human-Capital guide materials available on our test platform, including PDF, Software and APP online. The most popular one is PDF version of our Managing-Human-Capital exam questions and you can totally enjoy the convenience of this version, and this is mainly because there is a demo in it, therefore help you choose what kind of Managing-Human-Capital Practice Test are suitable to you and make the right choice. Besides PDF version of Managing-Human-Capital study materials can be printed into papers so that you are able to write some notes or highlight the emphasis.

Managing-Human-Capital Reliable Test Tips: https://www.prep4cram.com/Managing-Human-Capital_exam-questions.html

BONUS!!! Download part of Prep4cram Managing-Human-Capital dumps for free: https://drive.google.com/open?id=1GN1jL1fN7Z4dNOGnd8ELel_l1nH5bMBD